Policies and Diversity Mindset

Renesas respects all types of diversity and values, and actively works to improve our work environment and foster a corporate culture that accepts and is inclusive of one another. One of the strengths of Renesas as a global company is the active use of a workforce with diverse human resources and values, be it nationality, race, philosophy, culture, language, gender, and age, operating in over 20 countries around the world. We believe our commitment to diversity and inclusion, and our initiatives are the source of innovative products and services that support our sustainable business growth. We will maximize individual abilities by creating an environment in which our diverse workforce with different personalities and values can fully demonstrate their strengths, enhancing our development system so employees can thrive.

Actively Hiring International Graduates

We actively hire new graduates in Japan from abroad. Every year, approximately 20-30% of the new graduate employees who join us are not Japanese and are active in a variety of postings. For the fiscal year 2020, we hired new graduates from eight countries (India, Korea, Thailand, Tajikistan, China, Germany, Vietnam, and Malaysia), and employees’ nationalities are becoming more diverse each year. After joining the company, regardless of their nationality, new graduate employees are assigned to their postings, including the design departments, with a designated trainer who accompanies them on their development.

 

Ratio of foreign nationality graduates

year 2018 2019 2020
% 16.1% 22.5% 28.0%

 

Initiatives in Europe

Renesas Electronics Europe Ltd., one of our regional subsidiaries, has partnered with UKESF (Note) to provide paid work placements for university students studying electronics at UK universities, not only contributing directly to our increased diversity, but also cultivating a next generation of superior engineers for the electronics industry.

Note: UKESF (UK Electronics Skills Foundation is an organization that provides scholarships to talented university students studying electronic engineering at universities in the United Kingdom and provides employment opportunities at companies).

Promotion of Female Employees' Participation and Advancement in Renesas

Within our diversity activities, we are particularly intensifying activities around the promotion of female employees' participation and advancement in Renesas. In addition to increasing the ratio of women in all organizations, we are focusing on promoting the diversity of our workforce by increasing the number of women in managerial positions, and by enabling women to contribute to better products and solutions that realize social contributions.

 

Increasing the Ratio of Female Recruits

Despite the number of female students in the fields of mechanical and electrical engineering for hiring are very low, we are continuously hiring female engineers through our website and recruitment seminars. We will continue to focus on increasing the number of female graduates by establishing a corporate culture and structure that will enable employees to play an active role in the company regardless of gender.

 

Supporting Women's Career Development

Renesas provides opportunities for all employees, regardless of gender, to work globally and take on roles in accordance with their abilities.

As of January 2020, women accounted for approximately 26% of our workforce, and just 6.5% of our managerial positions. We conduct business globally, and the percentage of women in managerial positions overseas is higher than in Japan.

There were 64 female managers in the Renesas Group in Japan (2.8% of all managers). Of these, there are 3 female executives (at the head of division level), and we will continue to increase the numbers of female leaders in Japan going forward.

 

Ratio of Female Managers

  2018 2019 2020
Japan Number of managers 53 56 64
% 2.1 2.2 2.8
Outside Japan Number of managers - - 153
% - - 14.4
Global Total Number of managers - - 217
% - - 6.5

 

Various Programs to Promote Female Employees' Participation and Advancement in Renesas

We have established various programs to promote female employees' participation and advancement in Renesas. For instance, 97% of female employees in 2019 returned to work after maternity and childcare leave. While we acknowledge there is more to be done, we believe that we really do help a lot of female employees to handle the balance between work and childcare better. We will continue to provide career support so that female employees get the chance to fully demonstrate their potential, in order to promote participation and advancement of female employees in Renesas.

 

Various Programs to promote female employees' participation and advancement in Renesas

Work Style Reforms
  • Work from home (telecommuting system)
  • Flextime system (without core working time)
  • Establishment of No Overtime Days
  • Planned annual paid leave (two or more consecutive annual paid leaves)
  • Half-day annual paid leave (in units of half-day annual paid leaves)
Various Programs Renesas Group Compatibility Support System

[Pregnancy/childbirth]
  • Pregnancy Hospital Check Up Leave
  • Pregnancy Disorder Leave
  • Maternity Leave (eight weeks before and eight weeks after childbirth)
  • Paternity Leave (up to 5 days per childbirth)
[Childcare]
  • Childcare Leave (up to the age of two and a half years old)
  • Shortened Working Hours for Childcare (up to the end of March when completing the sixth grade of elementary school)
  • Childcare leave for Illness or Injury (up to 5 days per child before elementary school)
[Family Care]
  • Family Care Leave (up to one year in total)
  • Shortened Working Hours for Family Care (until said reason for family care is resolved)
  • Family Care Vacation Day (up to five days per year per employee who is taking care of a family member)
Hiring
  • Continuing active public relations activities
  • Mid-Career hiring
Employee training and development
  • Stratified training, Training for trainers of the new employees, Assessors training, etc.
  • Self-development program
  • Job posting system and free agent system (introduction scheduled)
  • Development of next-generation leaders (systematic rotation, etc.)
  • Implementation of 360-degree evaluation by senior executives
  • MBO system

Efforts to Promote Disabled Employees' Participation and Advancement in Renesas (Japan)

We consistently work on hiring people with disabilities. As of June 2020, employees with disabilities accounted for 2.28% of the workforce, and they are active in various locations of the Renesas Group in Japan. In addition to the design and manufacturing departments, we have employees with disabilities demonstrating their skills and playing an active role in a wide range of fields across the company.

We will continue to fulfill our social responsibility and promote the active employment of employees with disabilities, tapping into their diversity as the power of the company’s development.

Mirroring the activities in Japan, all our Group overseas companies are also actively employing people with disabilities in compliance with the laws of each country.

 

Ratio of employees with Disabilities

  2015 2016 2017 2018 2019 2020
% (Japan) 1.55% 2.08% 2.12% 2.18% 2.17% 2.28%

Contributing to SDGs

Renesas’ efforts in Diversity and Inclusion contributes to these Sustainable Development Goals targets:

SDG 5.5 Target: Ensure women’s full and effective participation and equal opportunities for leadership at all levels of decision-making in political, economic and public life

SDG 10.2 Target: By 2030, empower and promote the social, economic and political inclusion of all, irrespective of age, sex, disability, race, ethnicity, origin, religion or economic or other status